User login

Close
 

New York State Paid Family Leave

Latest Revision: November 20, 2018

Effective Date: January 1, 2018

 

Policy Statement

In accordance with the New York State Paid Family Leave Program (PFL), Columbia University provides eligible employees with job-protected, paid leave to bond with a new child, care for a loved one with a serious health condition or to help relieve family pressures when someone is called to active military service. The PFL Program is funded solely through payroll deductions. The PFL payroll contribution rate is established annually by The New York State Department of Financial Services. For more information on the payroll deductions, visit the New York State Paid Family Leave website.

Who Is Governed By This Policy

Full-time and Part-time Officers of Research (excluding Postdoctoral Research Fellows, Postdoctoral Clinical Fellows, and Postdoctoral Residency  Fellows), Officers of the Libraries, Officers of Administration, Student Officers, Support Staff (including Federal Work Study and Casual Employees)

To be eligible for New York State Paid Family Leave, employees must either:

  • Regularly work 20 or more hours per week for at least 26 consecutive weeks; or,
  • Work less than 20 hours per week and have worked at least 175 days  (the number of hours worked during the 175 days in a 52-week period is not relevant) 

Payroll deductions for eligible employees will begin either January 1, 2018 or the employee’s date of hire, whichever is later.  

Exclusions and Special Situations

PFL does not apply to Officers of Instruction, Postdoctoral Research Fellows, Postdoctoral Clinical Fellows, and Postdoctoral Residency Fellows. This program also does not apply to individuals who work for the University outside of New York State and does not apply to maritime employees.

Payroll deductions are not optional unless the employee meets one of the following criteria:

  • Employee works 20 or more hours per week, but will not work 26 or more consecutive weeks
  • Employee works less than 20 hours per week and will not work 175 or more days in a 52-week period (average of more than three (3) days per week)

If an employee meets the above criteria, s/he may complete a waiver, which will exempt him/her from the payroll deduction, as long as the criteria above are met. Employees will be notified by the University if there is any change in their regular work schedule that will result in their exceeding the criteria for exemption – either working more than 26 consecutive weeks or more than 175 days in a 52 week period. Notification will be provided within eight (8) weeks that the waiver has been revoked. Payroll will begin to make payroll deductions, including any retroactive amount due from January 1, 2018 or the date of hire, whichever is later, for an employee whose waiver has been revoked.

 

Policy Text 

To see the full text of this policy, please use the link on the right.